PERSONNEL RULES AND REGULATIONS
GLOSSARY
1. ADMINISTRATOR: Means the Administrator of
2. ADVERSE
ACTION: Action taken by the Administrator
or his designated representative which may suspend, demote, or dismiss a permanent
employee.
3. ADMINISTRATIVE
LEAVE: Leave with pay without charge to annual leave.
4. ADMINISTRATIVE
WORKWEEK: Consists of 40 hours of work or paid leave per workweek.
5. ALLOCATION/CLASSIFICATION:
The assignment of an individual position to an appropriate class in the
classification plan on the basis of kind and difficulty of the duties and job
requirements of work performed in the position.
6. APPOINTING AUTHORITY: The
Administrator of the
7. ASSOCIATES: First Assistant’s of the Administrator. (ie., Associate Admstr of Clinical, Associate
Admstr of Operations and Medical Services, CFO, etc.)
8. BOARD: Means the
9. CERTIFICATION
OF ELIGIBLES: A document containing
names from which competitive appointment is made.
10. CLASS
OF POSITION: Includes all positions, which are sufficiently similar, as to:
(1) kind and subject matter of work; (2) level of difficulty and
responsibility; and (3)the qualification requirements of the work to warrant
similar treatment in personnel and pay administration.
11. CLASS
SERIES: Consists of two or more classes that are similar as to line of work
but differ as to level of responsibility and difficulty.
12. CLASS
SPECIFICATION: An official document
which describes the general characteristics of the class, including title,
nature of work summary, statement of examples of typical duties performed, a
statement of minimum qualifications, and the minimum knowledge, abilities, and
skills needed to perform the work which provides the criteria for placing each
position in its proper class.
13. CLASS
TITLE: The official name given to a class of positions to identify the
class and all positions in the class, and shall be used for personnel, budget
and fiscal purposes.
14. CLASSIFICATION
PLAN (Position Classification Plan): A plan in which classes of positions
are arranged in a logical and systematic order according to similarities and
differences in duties, responsibilities, and qualifications requirements.
15. CLASSIFIED
SERVICE: Government service of which employees have attained permanent
status and cannot be removed from employment without cause.
16. COMMISSION: Shall mean the Guam Civil Service
Commission.
17. COMMON-LAW:
Persons who have co-habituated for at
least two consecutive years and who are readily eligible for marry without
emancipation under the laws of
18. COMPARABLE
POSITIONS: Positions of equivalent or
lower grade and pay in the same occupational category.
19. COMPENSATION
PLAN: A compilation of all classes of positions in the classification plan
setting forth their assignments of pay grades in accordance with Chapter 6 of
Title 4 of the GCA.
20. COMPENSATORY
TIME-OFF: Time off in lieu of overtime pay.
The amount of time off shall be granted at time and one half.
21. CREATION
OF NEW CLASS OR CLASSES OF POSITIONS: Those creations pursuant to Section 6210
of Title 4 of the Guam Code Annotated GCA, because there is no existing class
in the classification plan to which a position creation can be properly allocated
to.
22. CREDITABLE
SERVICE: Service period for increment step increases.
23. DEMOTION: The change of an employee’s position to a
position with a lower maximum salary rate.
24. DEMOTION (Involuntary): Demotion of an
employee for cause.
25. DEMOTION
(Voluntary): Demotion requested by an employee in order to retain
employment, when lay-off from his position is eminent, or for other reasons
when the action is entirely voluntary on the part of the employee and not for
cause.
26. DEPARTMENT/UNIT
HEAD: The head of a respective department/unit within the Guam Memorial
Hospital Authority. (ie., Chief of Rehab., Chief of Radiology, Chief of
Respiratory, Hospital Dietary Administrator, Supply Management Admstr.,etc)
27. DEPARTMENT
MANUAL: Those manuals prepared at
the departmental level for the purpose of expressing the intent of the
Personnel Rules and Regulations.
28. DETAIL: The temporary assignment of an employee to
perform a particular function other than the position to which regularly
assigned. Detail shall not be for a
period of more than 90 days, except where the Civil Service Commission has
granted an extension of up to an additional 90 days per calendar year.
29. DISCIPLINE:
Corrective action(s) taken by the Administrator, which is/are necessary to
maintain the efficiency of the service.
30. DISMISSAL:
Separation, discharge or removal for cause of an employee from his position.
31. DIVISION
MANAGER: Are identified as the
Associate’s to the Administrator. (ie., Assistant Admstr of Nursing,
Ancillary/Professional Support, Asst CFO, Assistant Admin Admin Services, etc)
32. DUTY: A task assigned to an employee by a
responsible management authority.
33. EMERGENCY: Situations which may jeopardize human life
and property or Hospital’s
operations which require immediate action.
34. EMPLOYEE: Any person employed by the Hospital.
35. ESSENTIAL
FUNCTIONS: Those functions contained in a job specification that the Administrator
believes to be important in accomplishing the purpose of the job.
36. FIRST
DEGREE OF CONSANGUINITY: Blood relationship restricted to parent-child or
sibling-sibling, to include adoptive and step-parents and children.
37. GCA:
Shall mean the Guam Code Annotated.
38. GOOD STANDING: Employee separating/resigning from the
hospital without any adverse cause.
39. GOVERNMENT-WIDE: Includes permanent status employees
occupying classified positions within the Government of Guam departments and
agencies.
40. GRADUAL
ACCRETION OF DUTIES AND RESPONSIBILITIES: The acquiring of duties and
responsibilities over a period of time.
The employee must continue to perform the same basic function and his
former position must be absorbed in the new one.
41. GRIEVANCE: Complaints, which relate to the working
condition and relationship to Hospital
policies, rules and regulations, and which cannot be resolved through informal
discussions with the immediate supervisor.
42. HEALTHCARE
PROFESSIONALS: Any employee in the
hospital who is essential to the delivery of patient/client care services, and
as defined in §10101 to Title 10 of the Guam Code Annotated and §5 of Public
Law Number 22-87.
43. HOSPITAL:
44. IMMEDIATE
FAMILY: With respect to leave, immediate family is defined as the
employee’s spouse, common-law, mother, father, grandparents, guardian,
children, in-loco parentis, sister, brother, mother-in-law, and
father-in-law. Step, adoptive, and
spouse of adoptive parents, children, and grandchildren
would also be considered ‘Immediate Family”.
45. IN-LOCO PARENTIS: Refers to the
situation of an individual who had such responsibility for the employee when
the employee was a child. A biological
or legal relationship is not necessary.
46. INITIAL
PROBATIONARY PERIOD: Employee
serving six months satisfactorily performance as part of the examination into a
permanent position
47. JOB
CONTENT: Duties and responsibilities assigned to a particular position.
48. KNOWN
PROMOTION POTENTIAL: Upward career mobility in a series of positions within
the Hospital without competition and where at an earlier date an employee was
selected under a competitive examination.
49. LAY-OFF:
The involuntary termination of employment as a result of reorganization or lack
of funds.
50. LEAVE
YEAR: The period from the beginning of the first complete pay period in the
fiscal year commencing October 1, to the beginning of the first complete pay
period in the following fiscal year.
51. LIMITED-TERM
APPOINTMENT (LTA): An appointment to positions, which are permanent in
nature, not to exceed one year.
52. LINE
MANAGEMENT: The line of authority
from the Administrator down to the
first level supervisors.
53. MERIT
CAREER: Promotion within the classified service, which is covered under the
Merit Career plan of these rules.
54. MINIMUM
QUALIFICATION: Minimum experience and training requirements derived from
the knowledge, abilities, and skills and other qualification required to
perform the duties and responsibilities of the position.
55. MISCONDUCT: Any action of an employee which is of a
personal nature not related to the employee’s ability to perform the job, but
which constitutes a violation of regulations governing expected employee
conduct on the job.
56. NEPOTISM: Supervisor-subordinate relationship between
and among spouses and persons within the first degree of consanguinity, or as
prescribed in Title 4, Section 4204, of the GCA.
57. NEXUS: Refers to a conflicting link between a job
and a criminal offense where there is a strong likelihood that employment will
impair the government’s ability to provide safe and efficient government
services.
58. NON-PERMANENT
STATUS: Those employees in the Hospital’s merit personnel system who do not
have permanent status and are non-permanent employees until such time as they
acquire permanent status.
59.
NURSES: Means any person who is licensed by the Guam
Board of Nurse Examiners to practice as
a licensed practical nurse, registered professional nurse, or as an advanced
practice registered professional nurse on
60. OFFICIAL
PERSONNEL FILE: The file shall
contain documents or information of the employee’s classification, performance
evaluation, training, past work experience, commendations, and disciplinary
actions. A separate jacket shall be
established to include the employee’s medical documents and information, drug
testing results, inclusive of health and life insurance.
61. OPEN
COMPETITIVE: This is an examination, which permits the competition of
persons who meets the requirements of the official announcement for the
position, and is not restricted to persons currently employed in the classified
service.
62. OVERTIME: Actual hours worked in excess of 40 hours in
an administrative work week. For
classified employees whose normal work week schedule does not consist of five
working days and two days off in a work week, overtime shall mean only hours
worked in excess of their administrative workweek.
63. PASSING
SCORE: A score of 70.00 or above.
64. PAY
GRADE: The designated grade of compensation, as provided in the
Compensation Schedule.
65. PAY
GRADE REASSIGNMENT: Change of pay grade allocation of a class as determined
by Commission.
66. PAY
GRADE SCHEDULE: A systematic
arrangement of salary grades set forth by the Commission’s Unified Pay
Schedule.
67. PER
DIEM APPOINTMENT – recruitment of medical professionals to supplement its existing manpower resources
in the clinical care areas pursuant
to Public Law 25-121.
68. PERMANENT
APPOINTMENT: An appointment made by the
Administrator to a position
subject to the probationary period requirements.
69. PERMANENT
STATUS: Permanent status is attained once an employee completes a
satisfactory original probationary period.
70. PLANNED
MANAGEMENT ACTION: Refers to the pre-determination of a position via the
vehicle of management budget or classification review where the new position is
not a clear successor to the former position or where a promotion is
recommended from a non-supervisory position to a supervisory or manager
position. The requirements for
competitive examinations shall apply.
71. POSITION:
The work consisting of duties and responsibilities assigned by the Administrator for performance by an
employee whether part-time or full-time, temporary or permanent, occupied or
vacant.
72. POSITION
DESCRIPTION:
A formal written record describing the essential function, scope, and principal
duties and responsibilities for a position and/or employee; used as an aid in
evaluation of jobs and for such other purposes as selection, development,
performance appraisal, training and other similar human resource functions.
73. PRIORITY
PLACEMENT LIST: List established for displaced permanent classified
employees to be afforded first offer of employment to positions that they
previously filled, or to comparable positions they are qualified for.
74. PROBATIONARY
APPOINTMENT: The initial appointment by the Administrator of an employee to a class of position in which
the employee will commence serving a probationary period.
75. PROBATIONARY
PERIOD: A working test period
and is part of the examination process following an appointment from
certification list during which an employee is required to demonstrate fitness
for the position to which appointed by the satisfactory performance of the
duties and responsibilities of the position.
76. PROMOTION: The movement of a permanent employee to a
position with a higher maximum salary rate.
77. PROMOTIONAL
COMPETITIVE: Competitive recruitment under the merit system that are only
open to permanent status employees of the Government
of Guam.
78. RAW
SCORE: The numerical score, which is attained by an examinant without the
application of a formula.
79. REALLOCATION
(Reclassification): The change in the allocation of position by assigning
it to a higher or lower class, or another class at the same level for any of
the following reasons:
A. Significant
changes in the nature or variety of work which influence the overall level of
difficulty.
B. Re-determination
of the initial classification judgment without a change in duties and
responsibilities.
80. RECRUITMENT: The process of announcing positions in an
effort to solicit candidates for appointments in the Guam Memorial Hospital
Authority service.
81. RE-EMPLOYMENT: A former permanent classified employee who
returns to the Hospital within four years of separation in good standing and to the same or comparable job in the
same department. The pay remains the
same.
82. REINSTATEMENT:
A permanent classified employee who
returns to his former position as a result of Commission ruling, or as a result
of military service.
83. RESIGNATION: The voluntary termination of employment by
an employee without cause.
84. REVIEW
COMMITTEE (PERFORMANCE APPRAISAL):
An option which the Administrator may elect and which is comprised of at
least five Hospital employees to make recommendations for a final decision
regarding the performance elements and standards.
85. SELECTIVE
CERTIFICATION: Certifying of eligible
applicants who meet special requirements set forth and approved by the Administrator.
86. SERIES
OF CLASSES: Consists of two or more classes that are similar as to kind of
work, but differ as to level of responsibility and difficulty.
87. SEXUAL
HARASSMENT: Sexual harassment is
defined as unwelcomed sexual advances, request for sexual favors, and other
verbal or physical conduct of a sexual nature.
88. SPOUSE: Husband or wife.
89. SUSPENSION:
The temporary removal of an employee from his his/her position with loss of pay for cause.
90. TEMPORARY
APPOINTMENT (90 DAY APPOINTMENT): An appointment to positions, which are
permanent in nature, not to exceed 90 work days or 720 work hours, whichever
comes first, within a calendar year.
91. TERMINATION: The removal of an employee from employment
for authorized cause.
92. TRANSFER: The lateral movement of an employee without
any change in position title or salary, or from one class of position to
another class of position having similar duties and responsibilities and
qualification requirements, or a movement from one department to another
department.
93. UNCLASSIFIED
SERVICE: Government service of which employees serve at the pleasure of the
Board and do not attain permanent status.
94. WEIGHTED
SCORE: A product of raw score and
the appropriate formula for the particular examination.
95. WORKDAY:
A regularly recurring period of eight consecutive hours exclusive of lunch
hour.
96. WORKWEEK:
A regularly recurring period of seven consecutive 24-hour intervals. A workweek need not coincide with a calendar
week. It may be any day of the week at
any hour of the day. A workweek must remain
the same unless any change is intended to be permanent.